EEOC Sues Coca-Cola Distributor Over Male Exclusion from Corporate Event

2026-02-20 politics

Bedford, Friday, 20 February 2026.
The Equal Employment Opportunity Commission (EEOC) has filed its first workplace diversity lawsuit of President Trump’s second term, suing Coca-Cola Beverages Northeast for alleged sex discrimination. The complaint contends the distributor violated federal civil rights law by excluding male employees from a paid, company-sponsored networking trip to a Connecticut casino in September 2024. This legal action marks a pivotal shift in regulatory enforcement, signaling the agency’s intensified scrutiny of corporate Diversity, Equity, and Inclusion (DEI) initiatives that restrict professional opportunities based on gender.

Anatomy of the Alleged Discrimination

The lawsuit, filed on February 17, 2026, in the U.S. District Court for the District of New Hampshire, centers on a corporate gathering held two years prior [1][6]. The EEOC alleges that Coca-Cola Beverages Northeast organized a two-day “Women’s Linc” networking event on September 10 and 11, 2024, at the Mohegan Sun casino resort in Connecticut [1][6]. The event was attended by approximately 250 female associates and featured a social reception, team-building exercises, and presentations by senior executives, including Jennifer Mann, the President of Coca-Cola’s North America Operating Unit [1][6]. The complaint originated from a charge filed by a male production employee at the company’s Londonderry, New Hampshire facility, who claimed he and other male colleagues were excluded solely based on their sex [6].

Economic Disparities in Corporate Benefits

Beyond the denial of networking opportunities, the EEOC’s complaint highlights tangible economic disparities resulting from the exclusion. The agency contends that the female attendees were excused from their regular work duties and paid their normal wages for the two-day duration without being required to use accrued paid time off (PTO) or vacation days [3][5]. Furthermore, the distributor allegedly covered significant costs for the attendees, including hotel room charges, taxes, and food and beverages [6]. The EEOC argues that by failing to offer equivalent paid leave and travel benefits to male employees, the company violated Title VII of the Civil Rights Act of 1964 [3][5]. The agency is seeking monetary compensation for the excluded men, citing financial losses and emotional distress [1].

A New Era of Regulatory Enforcement

This litigation represents the first workplace diversity-related lawsuit filed by the EEOC during President Trump’s second term, illustrating a distinct pivot in federal policy regarding Diversity, Equity, and Inclusion (DEI) programs [2]. The administration has moved to dismantle initiatives it characterizes as “reverse discrimination,” a stance championed by EEOC Chair Andrea Lucas [4]. Lucas has previously warned corporations that restricting professional opportunities by race or sex—even under the banner of diversity—can constitute unlawful discrimination [1]. This action follows closely on the heels of a separate enforcement move on February 4, 2026, where the EEOC announced subpoena actions against Nike regarding allegations of discrimination against white workers [7].

Corporate Defense and Industry Implications

Coca-Cola Beverages Northeast, which is owned by the Japanese firm Kirin Holdings and operates independently of The Coca-Cola Company, has firmly rejected the allegations [4]. Peter Bennett, an attorney representing the distributor, stated that the 2024 event “fully complied with existing EEOC regulation and its public commentary approving of such events” [2]. Bennett expressed disappointment that the agency filed suit without what he described as a full investigation, asserting that the company looks forward to vindicating itself in court [1][5]. The company also noted that conciliation efforts with the EEOC attempted in January 2025 were ultimately unsuccessful [6].

Shifting Corporate Strategies

The lawsuit has sparked debate regarding the future structure of corporate employee resource groups. David Glasgow, co-founder of the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law, questioned the agency’s use of resources on a regional retreat but advised companies to adapt to the current regulatory environment [1]. Glasgow suggests that organizations should pivot “from cohorts to content,” meaning events should be open to all employees interested in the subject matter rather than restricted by demographic categories [1]. As the case proceeds, it serves as a critical test for how legacy DEI programs will fare under the Trump administration’s intensified interpretation of civil rights laws [4].

Sources

DEI Employment Law